Compensation Program (CSI)
For Professional Staff
Bloomington, East, Indianapolis, Kokomo, Northwest, South Bend, Southeast
Compensation Program for Professional Staff
Agenda
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Key contributors
Primary outcomes
Compensation philosophy
Overview of program
Salary Administration
Roles of HR and Unit Managers
Rollout
Compensation Program for Professional Staff
Key Contributors
• Senior Executive Focus Groups
– Philosophy and guiding principles
• CSI Steering Committee
– Program design
• Mercer Consultant Group
– Conceptual design and market data
• Campus and school advisory/focus groups
– Defining job families, jobs and level guides
• RCs reviewed position classifications
Compensation Program for Professional Staff
Primary Outcomes
• Information for management decisions
regarding salaries
– Objective program
– Market based information
• Recognize unique needs of schools/units
Compensation Program for Professional Staff
Compensation Philosophy
• Total compensation = pay + benefits
– IU benefits are 8% better than peers
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Market based program
Internal equity within RCs/large units
Broad salary ranges
Unit mgt. responsible for salary decisions
– Aligned with institutional/campus/school priorities and
fiscal resources
Compensation Program for Professional Staff
Overview of Compensation Program
• Salary structure tied to market
– Twelve distinct job families
– Broad levels
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Positions classified in six levels based on complexity,
scope of impact, autonomy and knowledge required
– Salary ranges
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Vary by job family & relevant labor market
Compensation Program for Professional Staff
Job Families
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Administrative Services
Auxiliary Services
Coaches
Development
Facilities
Health Care Professionals
Health Practice Administration
Information Technology Services
Media/Public Relations/Alumni Services
Research/Science
Safety and Security Services
Student/Academic Services
Compensation Program for Professional Staff
Salary Structure
Administrative Services Job Family
Level
Minimum
Market Zone
Upper
Reference Point
P1
$27,320
$31,739 - $41,261
$50,269
P2
$30,791
$36,200 - $47,060
$57,888
P3
$39,051
$47,409 - $61,613
$76,540
P4
$49,604
$61,613 - $80,073
$101,192
P5
$55,917
$70,239 - $91,283
$116,307
P6
$71,081
$91,283 - $118,631
$153,535
Compensation Program for Professional Staff
Salary Administration
• Salary decisions
– New hire, promotion, reclassification,
transfers
– In-range salary increase
 Equity adjustment
 Significant change in scope & responsibilities
Compensation Program for Professional Staff
Salary Administration
• In-range salary increases
– Process begins with manager
 Develop written rationale based on defined criteria
established in salary administration policies
 Secure funds
– Request submitted to Dept. Head
– If approved, sent to HR & RC Head
 HR reviews rationale and provides feedback
– RC Head is the final approver
 Responsible for following fiscal procedures
Compensation Program for Professional Staff
Role of HR
• Consultative advice for managers
• Job evaluation and position classification
• Monitor market trends
– Update salary ranges
Compensation Program for Professional Staff
Role of Manager
• Define duties and responsibilities of positions
– Current position descriptions for staff
• Communicate classification decisions
• Align salary decisions with RC goals & resources
• Administer salary decisions in compliance with
federal and state regulations and IU policies and
procedures
Compensation Program for Professional Staff
Rollout
• Effective October 1, 2007
– Classifications in place
– Adjustments to minimum of salary range (E-doc)
 Fully qualified and satisfactory performance
– Salary structure and policies available
• Communications & Resources
– www.indiana.edu/~uhrs/salary/comp
– Articles in The Informed Employee
– PA Staff - personalized statement & brochure via
campus mail in late Sept.
Compensation Program for Professional Staff
Questions